Changing labour market conditions impact resourcing decisions, especially when they become tight and the demand for workers exceeds supply. In such situations, there is increased competition for limited talent, and therefore, organisations must make decisions that address the gaps in skills to adapt to the changing workforce demands. Organisations must make resourcing decisions that enable them to thrive in the changing labour market by adapting recruitment strategies, focusing on employee retention, and adjusting their compensation and benefits to attract and retain talent. Responding to changes is essential because people are vital resources that enable effective organisational management. In a continuously evolving market, organisations need to keep updating their state to keep up with the industry changes. Adapting recruitment strategies ensures recruitment agencies and professionals deliver high-quality services and find the best talents. One of the focuses for adaptation is embracing technology and innovation in recruitment by automating the process to stay efficient and competitive (Manoharan, 2024). Another focus of adaptation is developing a niche focus whereby recruiters consider specialising in specific industry roles, which helps to build understanding and attract top talent seeking particular niches. Cultivating a stronger employer brand is another adaptation of recruitment strategies that helps attract the best candidates. In a market where the demand for workers is higher than the supply, there is increased emphasis on the reputation of potential employers. Therefore, employers must ensure the organisation has a positive reputation in the labour market. Focus on employee retention is another resourcing decision caused by changing labour markets. As the market demand shifts and becomes tighter, employers are caused to change how they deal with employees’ needs and priorities. To increase employee retention, employers focus more on developing a positive culture and work environment and diversity and gender equality, among other crucial things (MacKay et al., 2024). By satisfying employees’ needs and priorities, organisations experience reduced turnover rates and increased retention. This benefits their bottom line by reducing turnover costs while preserving institutional knowledge and maintaining productivity. Adjusting compensation and benefits to attract and retain talent is also a resourcing decision recruiters make in the changing labour market. Research shows that higher salaries remain the primary motivation for employees to seek new jobs. Therefore, apart from work environment and culture, compensation is another vital factor in ensuring an organisation attracts and retains employees (MacKay et al., 2024). Companies also consider adjusting benefits to be sustainable since employees look for jobs with socially conscious and environmentally friendly investments. Redesigning employee benefits packages will promote the attraction and retention of top talent. Changes in the labour market prompt employers to make resourcing decisions that will enable them to have a sustainable workforce by giving their organisation a positive brand image and an increased employee retention rate. Employers adapt recruitment strategies that make them attractive to job seekers by utilising digital tools, being niche-focused, and creating a positive brand image. Employers focus on employee retention to adapt to changing labour markets by striving to satisfy their needs and priorities. Change in the labour market has also led to employers adjusting the compensation and benefits of their employees as a way of attracting and retaining top talent. Through their decisions, employers make their organisations maintain their competitiveness amid the changing labour market.